Our culture is suffering because of our busy business owners. Help!

Dear Aunty B,

We have a big problem with our culture. The founders used to be very hands on and knew everyone’s names, spouses, children, dogs and hobbies. But now there are people they haven’t even met and who don’t know “our story”.

Some of the staff seem less motivated and think of it just as a job rather than the passion which we all share. I have been with the business from the beginning and I want to know, how do we keep the energy and passion for the business as we grow, recognising that the business owners can’t be everywhere at once?

SC

Dear SC,

Tricky, isn’t it? The owners of the business get so much out of the people who buy into the journey. They also have a clear idea where the business is going and that vision is a powerful, motivating force.

And then as the business grows, it is inevitable that structures and processes must be put in place to stop the business sliding into anarchy.

At the same time people begin to specialise and report to someone that sits at a lower level than the business owner. Suddenly there is a layer of management between the CEO and the business. At the same time the business owners need to work very hard on strategy, networking and key clients to ensure that there is an even spread of work coming in to keep everyone employed and that the company is heading in the right direction.

What you have described is very typical of fast growing businesses. And the first step is to realise it is a problem.

The next step is to have functions that the business owners attend so they do keep in contact with all employees. Introduce them to new recruits and have a discussion on where the business has come from, its future prospects, the culture, the passion and opportunities for the individual staffer.

Third is most important. Your key leadership team must be enthused with the same passion and zeal that the owners have. It is their job to translate that through communications and through monitoring of performance to the staff.

Fourth, praise staff who have the right attitude and move on those that don’t.

Good luck!
Your Aunty B

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